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 Job Evaluation Job Evaluation

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Job evaluation deals with money andwork.

´Job evaluation can be defined as aprocess of determining the relative worth of the

various jobs within the organization, so that

differential wages may be paid to jobs of 

different worth.µ 

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Objectives of Job EvaluationObjectives of Job Evaluation

1. To gather data and information relating to job

description and job specifications of various jobs in

an organization

2. To compare the duties, responsibilities and demandsof a job with that of other jobs

3. To determine the hierarchy and place of various jobs

in an organization

4. To determine the ranks of jobs

5. To ensure fair and equitable wages on the basis of 

relative worth of value of jobs

6. To minimize wage discrimination based on sex, age,

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Pr inciples of Job Evaluation Pr ogr ammePr inciples of Job Evaluation Pr ogr amme

Rate the job but not the employee, r ate the

elements on the basis of job demands

The elements should be defined clear ly andpr oper ly

The elements selected for  tr aining should be

easily under stood

Super visor s should be encour aged to

par ticipate in r ating the jobs

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Secure employee cooperation by encouraging 

them to participate in the rating programme

Discuss with the supervisors and employeesabout rating but not about assigning money

values to the points

Cond«Cond«

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Pr ocedur e for Job EvaluationPr ocedur e for Job Evaluation

1. Analyse and prepare job Description

2. Select and prepare a job evaluation plan

3. Classify jobs

4. Install the programme

5. Maintain the programme

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 Job rotation, Transfer Job rotation, Transferand promotionand promotion

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Job r otation implies systematic movement

of employees f r om one job to the other. 

Job r emains unchanged but employees

per for ming shifts f r om one job to the

other. This is descr ibed as job r otation.

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Benefits of Job RotationBenefits of Job Rotation

1. Raises intrinsic reward potential of a job

2. Beneficial to the organization

3. Worker becomes competent in several jobs

4. Improves inter-departmental co-operation

5. Motivates employees

6. Reduce boredom

7. Develops wide skills among workers

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Job Tr ansfer Job Tr ansfer 

³ A transfer is defined as a change

in job is substantially equal to the old interms of pay, status and responsibilities´.

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Reasons of Job Tr ansfer Reasons of Job Tr ansfer 

Var iation in the volume of work

Pr oviding Tr aining to employees

Rectification of poor placement

Satisfied the per sonal need of employees

Meeting mutual need of employees

Meeting or ganizational needs

Solution to poor per for mance

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Cond«Cond«

Avoiding fatigue and monotony

R emoving poor personal relations

Providing relief and to punish employees

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Pr inciples of a Sound Tr ansfer  PolicyPr inciples of a Sound Tr ansfer  Policy

Necessar y Tr ansfer 

Fair  tr ansfer s

Consider ation of employees

Inter est of or ganizations

Employees view

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Types of Tr ansfer Types of Tr ansfer 

Production Transfers

R eplacement Transfers

Shift Transfers

R emedial Transfers

Versatility Transfers